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Job Design, Job Analysis, HRP: Module - 2

The document provides an overview of job analysis, job design, and human resource planning. It defines job analysis as the examination of job tasks, duties, and responsibilities. The key aspects of job analysis include nature, process, uses, and methods of collecting data. It also defines and differentiates between job description and job specification. The document then discusses different approaches to job design including job rotation, job engineering, job enlargement, job enrichment, and socio-technical systems. Finally, it covers human resource planning including objectives, importance, process, responsibilities, limitations, and factors affecting it.

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96 views28 pages

Job Design, Job Analysis, HRP: Module - 2

The document provides an overview of job analysis, job design, and human resource planning. It defines job analysis as the examination of job tasks, duties, and responsibilities. The key aspects of job analysis include nature, process, uses, and methods of collecting data. It also defines and differentiates between job description and job specification. The document then discusses different approaches to job design including job rotation, job engineering, job enlargement, job enrichment, and socio-technical systems. Finally, it covers human resource planning including objectives, importance, process, responsibilities, limitations, and factors affecting it.

Uploaded by

rkashthram
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Job design ,job analysis, HRP

MODULE _2

Click to edit Master subtitle style

WHAT IS JOB analysis


Job analysis is formal and detailed examination of jobs .it is a systematic investigation of the tasks duties and responsibilities necessary to do a job . A tasks is an identifiable work activity carried out for a specific purposes for example typing a letter A duty is a larger work segment consisting of several tasks that are performed by an individual for example pickup ,sort , and deliver incoming mail. Job responsibilities are obligations to perform certain tasks and duties.

Nature of job analysis

Job analysis

Job tasks Job duties

Job responsibilitie

Process of job analysis

Organization analysis Selection of representative positions to be analyzed Collection of job analysis data. Preparation of job description. Preparation of job specification

Uses of job analysis


Human resource planning Recruitment Selection Placement and orientation Training Counseling Employee safety Performance appraisal Job design and redesign Job evaluation

Methods of collecting job analysis data


Job performance Personal observation Critical incident Interview Panel of expert Diary method Questionnaire method

What is job description


A job description is a written statement of what the job holder does ,how it is to be done ,under what condition it is done and why it is done .it describes what the job is all about ,throwing light on job content ,environment and conditions of employment ,it is descriptive in nature and defines the purpose and scope of a job specimen of the job description( refer text book VSP ROA page no 96)

What is job specification ?


Job specification summarizes the human characteristics needed for satisfactory job completion .it tries to describe the key qualification someone needs to perform the job successfully .it spells out the important attributes of a person in terms of education ,experience ,skills knowledge and abilities to perform particular job . The three categories of job description v Essential attributes: skills ,knowledge and abilities a person must possess. v Desirable attributes: qualification a person ought to possess. v Contra indicators : attributes that will become a handicap to successful job performance

What is job design?


Job design involves conscious efforts to organize tasks ,duties and responsibilities into a unit of work to achieve certain objectivity .job design follows job analysis. The job design involves three steps v The specification of individual tasks . v The specification of the method of performing each task and v The combination of tasks into specific job to be assigned to individuals.

Differentiate between Job Description and Job Specification


Job Description is a functional description of what the job entails. And define the purpose and scope of a job. It is a written record it contains title, location, duties, responsibilities, working conditions, hazards and relationship with other jobs. Job specification is a statement of the minimum acceptable human qualities required for the proper performance of a job. It includes physical, mental, social, psychological and behavioral characteristics of a person

Factors affecting job design


Organizational factors Characteristics of task work flow Ergonomics Work practices Environmental factors Employee abilities and availability Social and cultural expectations Behavioral elements Feedback Autonomy Use of abilities variety

Job design approaches


1.Job rotation: involves moving employees from job to job to add variety and reduce boredom.

Task 1 drill holes

Task2 drill holes

Task 3 drill holes

Week 1

Week 2

Week 3

2. job engineering: job engineering focuses on the tasks to be performed , methods to be used ,workflows among employees ,layout of the workforce ,performance standards and interdependencies among people and machines. Experts often examine these job design factors by means of time and motion studies ,determining the time required to do each task and the movements needed to perform it efficiently.

3.Job enlargement : it refers to the expansion of the number of different tasks performed by an employee in a single job.

Employee 1

Employee 2

Employee 3

Tasks drill holes assemble part test

Tasks drill holes assemble part test

Tasks drill holes assemble part test

4, job enrichment: it involves adding more motivators to a job to make it mote rewarding .job becomes enriched when it gives job holder more decision making ,planning and controlling powers.
Task 2 ( controllin g)

Ordering material planning workload

Task 1 (doing)

Drill holes assemble parts test component

Characteristics of job enrichment


Direct feed back Client relationship New learning Scheduling own work Unique experience Control over resources Direct communication authority Personal accountability

5. socio technical system: it focuses on organization as being made up of people with various competencies who use various tools ,machines and techniques to create goods or services valued by customers and other stakeholders. Thus social and technical systems need to be designed with respect to one another and to the demands of customers suppliers and other stakeholders in the external environment .

Comparison of five job design approaches hi gh Socio technical system Job enrichme Job nt enlargeme nt Job engineerin Job g rotation mediu m comple hi gh

medium imp act

lo w

lo w

Contemporary issues in job design


Telecommunication Alternative work pattern techno stress Task revision knowledge work

Human resource planning


Human resource planning ( also called employment or personnel planning ) is essentially the process of getting the right number of qualified people into the right job at the right time so that an organization can meet its objectives. HRP is a forward looking function it tries to assess human resource requirements in advance keeping the production schedules ,market fluctuations ,demand forecasts etc in the background. The human resource is subject to revision ,of course ,and is tuned to the requirements of an organization from time to time.

Objectives of HRP
Forecast personnel requirement. Cope with changes Use existing man power productively Promote employees in a systematic manner

Importance of HRP
Reservoir of talent. Prepare people for future. Expand or contract. Cut cost Succession planning Future personnel needs Part of strategic planning Creating highly talented personnel. International strategies Foundation for personnel functions Increasing investments in human resources Resistance to change and move . Unite the perspectives of line and staff managers

Process of HRP ( for large organization)


1. Forecasting the demand for human resources a) External challenges v) Economic developments v) Political , legal , socio and technical changes v) Competition b) Organizational decisions c) Workforce factors d) Forecasting techniques v) Expert forecast v) trend analysis e)Other methods v) Workforce analysis v) Workload analysis v) Job analysis

2. Preparing man power inventory ( supply forecasting) a) Internal labor supplier b) External labor supply 3. Determining manpower gaps 4. Formulating HR plans
v) v) v) v) v) v) v) Recruitment plan Redeployment plan Redundancy plan Training plan productivity plan Retention plan Control points

Responsibilities for HRP


v Assist and counsel operative managers to plan and set objectives v Collect and summaries manpower data keeping long run objectives and board organizational interests in mind v Monitor and measure performance against the plan and keep top management informed about it v Provide proper research base for effective manpower and organizational planning.

Limitations /problems in HRP


v Accuracy v Supports v numbers game

Barriers to HRP
People question the importance of making HR practices future orientation and the role assigned to HR practitioner in formulation of organizational strategies. HR practitioner are perceived as experts in handling personnel matters but are not experts in managing business. HR information often incompatible with the information used in strategy formulation . Conflicts may exists between short term and long term HR needs . There is conflict between quantitative and qualitative approaches to HRP .some people view HRP as a number game designed to track the flow of people across the department. Non involvement of operating managers renders HRP effective .

Factors affecting HRP


Organizational growth cycles and planning. Environmental uncertainties Time horizon Type and quality of information Nature of jobs being filled Outsourcing

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